CIOB research - Exploring the impact of the ageing population on the workforce and built environment

EXPLORING THE IMPACT OF
THE AGEING POPULATION
ON THE WORKFORCE
AND BUILT ENVIRONMENT

CONTENTS
Executive Summary................................................................................4
Introduction...........................................................................................5
Skills Shortages......................................................................................7
Challenges in <strong>the</strong> Built Environment.....................................................10
Methodology.........................................................................................11
Results and Discussion.........................................................................12
Conclusions..........................................................................................19
By Frances Marley, Policy, Public Affairs and Communications Officer
Published by <strong>the</strong> Chartered Institute <strong>of</strong> Building (<strong>CIOB</strong>)
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Recommendations................................................................................20
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Copyright <strong>CIOB</strong> 2015
3

EXECUTIVE SUMMARY
INTRODUCTION
This report from <strong>the</strong>
Chartered Institute <strong>of</strong>
Building (<strong>CIOB</strong>) explores
<strong>the</strong> effect <strong>of</strong> <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> on <strong>the</strong>
construction industry,
including <strong>the</strong> workforce,
and <strong>the</strong> <strong>impact</strong> on <strong>the</strong>
built environment.
Using qualitative inference and analysis, this report extrapolates
<strong>the</strong> view <strong>of</strong> <strong>CIOB</strong> members who indicate that, despite legislative
changes, awareness <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> and its influence on
<strong>the</strong> construction industry has slumped.
In terms <strong>of</strong> image, findings from this report also suggest that
trade roles within <strong>the</strong> industry present <strong>the</strong> greatest problem,
painting construction as a dirty and dangerous field <strong>of</strong>
employment to potential recruits. Even amongst <strong>the</strong> Institute’s
members, <strong>the</strong>re is a telling realisation that construction
management careers do not feature in <strong>the</strong> responses. Given that
<strong>the</strong> uptake <strong>of</strong> digital technologies such as Building Information
Modelling (BIM) are expected to increase <strong>the</strong> demand for highly
skilled labour, including managerial positions, <strong>the</strong> dominance <strong>of</strong>
trade roles in <strong>the</strong> responses is somewhat surprising. To address
<strong>the</strong> skills shortages facing <strong>the</strong> industry, we are clear that more
needs to be done to reverse <strong>the</strong>se stereotypes.
Despite <strong>the</strong> government’s decision to introduce legislation
to combat discrimination in <strong>the</strong> workplace, <strong>the</strong> Institute’s
members are less aware <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> now, when
compared with 2009, when <strong>the</strong> <strong>CIOB</strong>’s last report on <strong>the</strong> subject
was published. Given this outlook, it is important to recognise
that <strong>the</strong> responsibility <strong>of</strong> raising awareness <strong>of</strong> <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> and its effects lies with government, industry and
stakeholders, and is not restricted to <strong>the</strong> actions <strong>of</strong> one party.
As we discover, one <strong>of</strong> <strong>the</strong> greatest recruitment challenges will
be to overcome perceptions about older people, and <strong>the</strong>ir levels
<strong>of</strong> both participation and productivity in <strong>the</strong> workplace.
This report also explores <strong>the</strong> <strong>impact</strong> <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> on
<strong>the</strong> physical built environment. Recommendations focus on <strong>the</strong>
need to consider <strong>the</strong> challenges brought by an <strong>ageing</strong> <strong>population</strong>
as potential ‘win-win’ opportunities. Given that alterations to
buildings may benefit additional groups <strong>of</strong> individuals, such as
disabled persons, it is important to consider adaptations to <strong>the</strong>
existing building stock, which cater for <strong>the</strong> needs <strong>of</strong> an <strong>ageing</strong>
<strong>population</strong>, as potential solutions for a multitude <strong>of</strong> users with
accessibility needs.
Fur<strong>the</strong>rmore, to fully understand and appreciate <strong>the</strong> context in
which <strong>the</strong>se changes to <strong>the</strong> workforce and built environment
are introduced, it is important to gain a greater insight into <strong>the</strong>
global situation regarding <strong>the</strong> <strong>ageing</strong> <strong>population</strong> demographic.
The world’s <strong>population</strong> is <strong>ageing</strong> rapidly and with pr<strong>of</strong>ound results. The global share
<strong>of</strong> older people (defined as aged 60 or over for <strong>the</strong> purpose <strong>of</strong> this report) increased
from 9.2% in 1990 to 11.7% in 2013 1 .
According to <strong>the</strong> UN, this trend is forecast to
continue, with older people set to account for over
one-fifth – 21.1% – <strong>of</strong> <strong>the</strong> world’s <strong>population</strong> by 2050.
The situation in <strong>the</strong> UK mirrors <strong>the</strong> global
perspective. The United Nations’ World Population
Ageing Report ranks <strong>the</strong> UK 28th in terms <strong>of</strong> <strong>the</strong>
percentage <strong>of</strong> its <strong>population</strong> aged 60 or over. This
equates to more than 14.7 million people 2 .
This change in <strong>the</strong> <strong>ageing</strong> UK demographic can be
attributed to <strong>the</strong> widespread fall in fertility rates
and increases in life expectancy. The Total Fertility
Rate, generally defined as <strong>the</strong> number <strong>of</strong> children
born to a woman <strong>of</strong> child bearing age, has remained
below replacement since <strong>the</strong> 1970s 3 . In <strong>the</strong> literature
on demographics and <strong>population</strong> trends, it is well
documented that women born after 1958 have had, on
average, fewer than two children 4 . And as fertility rates
have fallen, <strong>the</strong> UK has witnessed a rise in women’s
participation in <strong>the</strong> labour force. In <strong>the</strong> 1970s, 55%
<strong>of</strong> women who sought work were employed, which
contrasts with 65.8% between 2010 and mid-2013 5 .
But despite <strong>the</strong>se trends, women account for only a
small proportion <strong>of</strong> <strong>the</strong> entire construction workforce
in <strong>the</strong> UK.
Data from <strong>the</strong> World Bank shows a rapid increase in
<strong>the</strong> UK’s life expectancy over <strong>the</strong> last fifteen years,
from an estimated 76 years in 1990 to an average <strong>of</strong> 81
years in 2013 6 . Improvements in health care provision
and health awareness have helped, and continue to
help, increase life expectancy.
Although a great achievement <strong>of</strong> modern times, <strong>the</strong>
combination <strong>of</strong> increased life expectancy and slowing
birth rates has led to concern over <strong>the</strong> additional
burden placed on <strong>the</strong> working age <strong>population</strong>. Given
that <strong>the</strong> annual cost <strong>of</strong> providing health and social
care is significantly greater for older people, questions
remain as to whe<strong>the</strong>r <strong>the</strong>se services will continue to be
sustainable in <strong>the</strong> future. Projections from <strong>the</strong> Office
for National Statistics (ONS) estimate that <strong>the</strong> UK
dependency ratio will decline to 2.74 in 2037, down
from 3.29 in 2017 7 . As this ratio declines, <strong>the</strong> number
<strong>of</strong> working age adults reduces in relation to every
individual out <strong>of</strong> work, potentially placing a greater
burden on <strong>the</strong> country’s finances and welfare system.
9.2% 11.7%
1990
1 United Nations, World Population Ageing 2013, 2013
2 ONS, Annual Mid-year Population Estimates, 2013, 26 June 2014
3 Note: Replacement fertility is <strong>the</strong> total fertility rate at which women would have enough children to replace <strong>the</strong>mselves and <strong>the</strong>ir
partner (typically 2.1 births per woman)
4 Government Office for Science, Future Identities: Changing identities in <strong>the</strong> UK – <strong>the</strong> next 10 years, January 2013
5 ONS, Women in <strong>the</strong> labour market, 2013, 25 September 2013
6 The World Bank, World Development Indicators: Mortality, 2015
7 ONS, Compendium <strong>of</strong> UK statistics: Population and migration, February 2014
2013
THE GLOBAL SHARE OF
OLDER PEOPLE
DEFINED AS AGED 60 OR OVER
4 5

Introduction
SKILLS SHORTAGES
Data from <strong>the</strong> World Bank
shows a rapid increase in
<strong>the</strong> UK’s life expectancy over
<strong>the</strong> last fifteen years, from
an estimated 76 years in
1990 to an average <strong>of</strong> 81 years
in 2013.
But <strong>the</strong> challenges are by no means confined to health
and social care. The UK’s built environment has a
crucial role to play in terms <strong>of</strong> raising life expectancy
and improving <strong>the</strong> lives <strong>of</strong> older people. This may be
achieved through:
■■
■■
■■
measures that help <strong>the</strong> elderly to heat <strong>the</strong>ir homes
through cheaper and more energy efficient means;
improving <strong>the</strong> design and accessibility <strong>of</strong> buildings
and ensuring quality in <strong>the</strong> built environment;
creating public spaces that improve activeness and
wellbeing.
The question for <strong>the</strong> industry is how best to adapt
<strong>the</strong> built environment to suit <strong>the</strong> needs <strong>of</strong> an <strong>ageing</strong>
<strong>population</strong> in a way that can be considered
both financially viable and all-encompassing.
The aim <strong>of</strong> this report is to gain an insight into <strong>the</strong>
challenges facing <strong>the</strong> construction industry as a result
<strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong>. For <strong>the</strong> purpose <strong>of</strong> this report,
<strong>the</strong> <strong>impact</strong> <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> on <strong>the</strong> construction
industry can be easily divided into two subsets: issues
affecting <strong>the</strong> construction workforce, and those
concerning <strong>the</strong> built environment.
By comparing <strong>the</strong> findings with those contained in
<strong>the</strong> <strong>CIOB</strong>’s previous report, we assess what lessons <strong>the</strong>
industry has learnt and what it needs to grasp in order
to tackle <strong>the</strong> skills issues that exist.
The <strong>ageing</strong> <strong>population</strong> has a direct effect on <strong>the</strong> workforce and available skillsets in <strong>the</strong>
wider economy. In <strong>the</strong> UK, <strong>the</strong> skills shortage in Science, Technology, Engineering and
Ma<strong>the</strong>matical (STEM) careers is well documented.
Unsurprisingly, a similar situation exists in
construction, although this typically receives less
media attention or direct scrutiny. As an industry,
construction is heavily reliant on older workers and
struggles to attract and retain younger recruits. Now,
with 19% <strong>of</strong> <strong>the</strong> construction workforce set to retire
in <strong>the</strong> next 5-10 years 8 , <strong>the</strong> question for <strong>the</strong> industry
is how to respond to <strong>the</strong> skills shortage, and prevent
it from deepening. This question becomes even more
poignant when we take <strong>the</strong> government’s commitment
to boost productivity into consideration.
It is also vital, when drawing comparisons, to question
whe<strong>the</strong>r our educational system exacerbates <strong>the</strong>
prevalence <strong>of</strong> skills shortages in <strong>the</strong> wider economy.
For example, media reports argue that a selection
<strong>of</strong> degree courses in <strong>the</strong> UK have become less
demanding. Even where universities are producing
graduates with degrees in subjects sought by
employers, <strong>the</strong>re is some concern that <strong>the</strong>se university
leavers do not have <strong>the</strong> right level <strong>of</strong> knowledge,
skill or practical experience to find degree-related
employment. However, this finding is common across
all industries, and is not unique to new recruits
entering <strong>the</strong> construction industry.
In fact, many schools in <strong>the</strong> UK are experiencing
a shortage <strong>of</strong> fully qualified teachers. Similarly,
in medicine – an industry also known for its long
working hours – <strong>the</strong>re is a documented shortage in
<strong>the</strong> number <strong>of</strong> practising anaes<strong>the</strong>tists.
Whilst skills shortages in <strong>the</strong> construction industry
are significant, o<strong>the</strong>r sectors and industries are facing
similar shortages with some, such as <strong>the</strong> engineering
pr<strong>of</strong>ession, seeing a far greater deficiency <strong>of</strong> both skills
and relevant expertise.
Even so, <strong>the</strong> skills shortage facing construction is
compounded by those entering <strong>the</strong> industry not being
suitably qualified for <strong>the</strong> job, which can create ‘hardto-fill’
vacancies. This insight is echoed in a report by
<strong>the</strong> Construction Industry Training Board (CITB) 9
which notes that insufficient work experience is one
<strong>of</strong> <strong>the</strong> top reasons for skills gaps and shortages in
<strong>the</strong> economy. Similarly, <strong>research</strong> from <strong>the</strong> London
Chamber <strong>of</strong> Commerce and Industry, in conjunction
with KPMG 10 , indicates that skills shortages and
skills gaps <strong>of</strong>ten result in additional costs, delays and
sometimes even lost business.
Whilst <strong>the</strong>re is a wealth <strong>of</strong> discussion on <strong>the</strong>
prevalence <strong>of</strong> skills shortages, <strong>the</strong>re is an increasing
level <strong>of</strong> <strong>research</strong> on <strong>the</strong> under-utilisation <strong>of</strong> skills in
<strong>the</strong> workplace. This can have a detrimental <strong>impact</strong>
on productivity and output. The UK Commission
for Employment and Skills (UKCES) observes
incidences <strong>of</strong> individuals being overqualified for <strong>the</strong>ir
position, resulting in staff feeling demotivated. For
<strong>the</strong>se reasons, and those outlined in this section, it
is vitally important to unpick <strong>the</strong> factors that create
skills shortages in <strong>the</strong> first place and form a working
environment that suits older workers; but does not
discourage <strong>the</strong>ir younger counterparts.
Previous <strong>research</strong> from <strong>the</strong> <strong>CIOB</strong> has indicated that
changes to <strong>the</strong> UK’s <strong>population</strong> pyramid will have
a pr<strong>of</strong>ound <strong>impact</strong> on <strong>the</strong> construction industry.
Recommendations from <strong>the</strong> report highlighted <strong>the</strong>
need to raise awareness <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> and
its <strong>impact</strong> on society as well as <strong>the</strong> broader economy 11 .
Six years on, we assess what lessons have been learnt,
and what lessons can be learnt, in order to improve
<strong>the</strong> industry’s handling <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> and
<strong>the</strong> skills challenges.
8 ONS, Labour market statistics, July 2013, 17 July 2013
9 CITB Construction Skills, Training and Skills in <strong>the</strong> Construction Sector, June 2011
10 London Chamber <strong>of</strong> Commerce & Industry & KPMG, Skills to Build, November 2014
11 <strong>CIOB</strong>, The <strong>impact</strong> <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong> on <strong>the</strong> construction industry, 2009
6 7

Skills Shortages
Skills Shortages
Despite a prolonged economic downturn marked by
redundancies and instability, <strong>the</strong> UK construction
industry has been one <strong>of</strong> <strong>the</strong> main engines <strong>of</strong> growth
in recent years. Globally, <strong>the</strong> construction market is
expected to grow by approximately 70% by 2025 12 .
Previous <strong>research</strong> from
<strong>the</strong> <strong>CIOB</strong> has indicated
that changes to <strong>the</strong> UK’s
<strong>population</strong> pyramid will have
a pr<strong>of</strong>ound <strong>impact</strong> on <strong>the</strong>
construction industry.
While this projected growth in <strong>the</strong> sector is welcome,
it’s worth remembering that expansion in workloads
demands an expansion in workforce capability. Indeed,
employment forecasts from <strong>the</strong> CITB suggest that
construction will need to find almost 224,000 new
recruits between 2015 and 2019. This is to replace
workers lost during <strong>the</strong> recession and those set to retire,
as well as to meet <strong>the</strong> growing levels <strong>of</strong> output. Ongoing
debates over migration and skills policy may also
have drastic implications for <strong>the</strong> future capability
<strong>of</strong> <strong>the</strong> workforce.
CONSTRUCTION WILL
NEED TO FIND ALMOST
224,000
NEW RECRUITS
BETWEEN 2015 AND 2019
MIGRATION
Whilst <strong>the</strong> migration debate continues to ga<strong>the</strong>r
traction in <strong>the</strong> media, <strong>the</strong> dependence <strong>of</strong> <strong>the</strong>
construction sector on migration and migrant labour is
evident 13 . Yet, whilst much has been made <strong>of</strong> <strong>the</strong> ability
<strong>of</strong> migrant labour to <strong>of</strong>fset skills shortages in <strong>the</strong> sector,
it is clear that migrant workers alone cannot address <strong>the</strong>
issue in <strong>the</strong> long-term. Put simply, <strong>the</strong> numbers needed
in <strong>the</strong> sector far outweigh <strong>the</strong> number <strong>of</strong> migrants
seeking work in construction.
APPRENTICES
Apprentices are a similar case in point since <strong>the</strong>y can
only be considered part <strong>of</strong> <strong>the</strong> solution to <strong>the</strong> skills
shortage. Indeed, apprentice uptake slumped by 33% in
2012/13, a fall <strong>of</strong> 14,000 over <strong>the</strong> course <strong>of</strong> two years 14 .
In addition, industry projections will not provide <strong>the</strong>
numbers <strong>of</strong> recruits needed, despite <strong>the</strong> government’s
ambitious target <strong>of</strong> delivering three million
apprenticeships over <strong>the</strong> course <strong>of</strong> <strong>the</strong> next five years.
Given <strong>the</strong>se estimates, <strong>the</strong> best response to <strong>the</strong> skills
shortage is undoubtedly a combination <strong>of</strong> policies
and practices, including more effective employee
recruitment and retention. It is important to note that
part <strong>of</strong> <strong>the</strong> solution will require employers to actively
recruit older workers, and target more individuals in
<strong>the</strong>ir 40s and 50s. The industry will also be required to
source both migrant labour and train apprentices – as it
currently continues to do – but in far greater numbers.
OLDER WORKFORCE: BURDEN OR BENEFIT?
Research which evaluates <strong>the</strong> <strong>impact</strong> <strong>of</strong> <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> on <strong>the</strong> construction industry draws on a
number <strong>of</strong> factors to explain <strong>the</strong> exit <strong>of</strong> older workers
and <strong>the</strong> challenges facing <strong>the</strong> workforce. By examining
<strong>the</strong>se factors, it may be possible to gain a greater
insight into <strong>the</strong> most prominent issues and ensure that
construction is able to grasp <strong>the</strong> inherent opportunities
by retaining older workers.
Many <strong>of</strong> <strong>the</strong> challenges regarding <strong>the</strong> retention <strong>of</strong> older
workers concern working conditions. Indeed, previous
<strong>research</strong> has indicated that <strong>the</strong> physical and hazardous
nature <strong>of</strong> construction can serve as a push factor for
older workers 15 . O<strong>the</strong>r push factors include long hours,
frequent travel and <strong>the</strong> difficulty <strong>of</strong> combining work
with caring responsibilities. Additionally, factors such
as age discrimination and poor health have been cited
as reasons for older workers making <strong>the</strong> decision to
leave <strong>the</strong> industry.
Previous studies <strong>of</strong> older workers have noted a
perception that older employees possess a greater
aptitude for work 16 when compared with <strong>the</strong>ir younger
counterparts. It has also been speculated that older
workers possess greater customer service skills and
can work well under pressure. Similarly, <strong>the</strong>re is a
documented perception amongst employers that age
translates into a greater skills set, as well as experience
and commitment.
With a large percentage <strong>of</strong> <strong>the</strong> construction workforce
approaching retirement age shortly, <strong>the</strong>re is a pressing
need for employers to take a multi-faceted approach to
<strong>the</strong> issue. This should include a focus on repurposing
and adapting, where necessary, existing job roles to suit
older workers in order to encourage phased retirement.
Additional data suggests that flexible working and
family leave have a significant role to play in terms <strong>of</strong>
improving <strong>the</strong> work-life balance for older workers. If
construction is to avoid mass retirement <strong>the</strong>se practises
may warrant fur<strong>the</strong>r debate and discussion.
MENTORING
Mentoring has been highlighted as ano<strong>the</strong>r key area
for employers to make use <strong>of</strong> existing workers’ skills
and to train new recruits successfully. There is an
opportunity for employers to utilise <strong>the</strong> skills <strong>of</strong> older
workers by encouraging <strong>the</strong>m to work with new recruits
and share <strong>the</strong>ir knowledge and expertise. Repurposing
and changing older workers’ job roles in this way could
enable businesses to retain much <strong>of</strong> <strong>the</strong> existing skillsbase
and share knowledge with <strong>the</strong> next wave
<strong>of</strong> recruits.
Stephen Martin, Chief Executive <strong>of</strong> construction firm
Clugston, participated in Channel 4’s ‘Undercover Boss’
to understand <strong>the</strong> issues affecting <strong>the</strong> corporation 17 .
Since appearing on <strong>the</strong> show, Clugston has implemented
a number <strong>of</strong> changes designed to improve <strong>the</strong> working
environment for older members <strong>of</strong> staff. Recognising
<strong>the</strong> expertise <strong>of</strong> older workers, Clugston implemented
a mentoring programme and invested in nine trainees
and three apprentices with <strong>the</strong> aim <strong>of</strong> improving skills
transfer to younger members <strong>of</strong> staff.
With a large percentage <strong>of</strong>
<strong>the</strong> construction workforce
approaching retirement age
shortly, <strong>the</strong>re is a pressing need
for employers to take a multifaceted
approach to <strong>the</strong> issue.
CHANGING LEGISLATION
Whilst <strong>the</strong> <strong>ageing</strong> <strong>population</strong> and older workforce
provide a series <strong>of</strong> opportunities to facilitate skills
transfer, it is also important to consider existing
legislation, and recent changes to it, which have a
direct influence on <strong>the</strong> workforce.
As a result <strong>of</strong> <strong>the</strong> government’s decision to <strong>of</strong>ficially
repeal <strong>the</strong> Default Retirement Age (DRA) in October
2011, retirement can no longer be forced upon older
workers purely on <strong>the</strong> grounds <strong>of</strong> <strong>the</strong>ir age. According
to government announcements, <strong>the</strong> aim was to
encourage longer working lives and showcase <strong>the</strong>
important contribution that older workers make.
The decision to repeal <strong>the</strong> DRA has, and will continue
to have, far-ranging implications for a number <strong>of</strong>
industries including construction. However, for older
workers who wish to continue working, this represents
a step in <strong>the</strong> right direction.
Never<strong>the</strong>less, it is important to recognise that repealing
<strong>the</strong> DRA only affects <strong>the</strong> staff retention rate. It does
not have a direct influence on <strong>the</strong> recruitment process
or reveal anything about its inclusiveness. In o<strong>the</strong>r
words, for older workers who have experienced
age discrimination in <strong>the</strong> recruitment process, <strong>the</strong>
government’s decision to repeal <strong>the</strong> DRA does little
to remove such barriers.
12 HM Treasury, Construction 2025, July 2013
13 <strong>CIOB</strong>, <strong>CIOB</strong> perspectives: An analysis on migration in <strong>the</strong> construction sector, March 2015
14 <strong>CIOB</strong> & CITB, No More Lost Generations, February 2014
15 Strategic Promotion <strong>of</strong> Ageing Research Capacity, Under <strong>the</strong> older worker in construction, January 2008
16 Gibb, Leaviss and Bust, Older construction workers: needs and abilities, 2013
17 Department for Work & Pensions, Employer case studies: Employing older workers for an effective multi-generational workforce,
February 2013
8 9

CHALLENGES IN THE BUILT ENVIRONMENT
METHODOLOGY
The challenges facing <strong>the</strong> construction industry are not limited to <strong>the</strong> workplace. In
fact, previous <strong>research</strong> from <strong>the</strong> <strong>CIOB</strong> has indicated that its members perceive public
transport and accessibility to <strong>the</strong> built environment to be among <strong>the</strong> most prominent
issues facing <strong>the</strong> older generation.
When asked, 70% <strong>of</strong> respondents said that changes
to public transportation could significantly improve
<strong>the</strong> community, while 63% said that access was a key
issue. What is clear is <strong>the</strong> overwhelming opinion
that <strong>the</strong> built environment ought to be adapted to
suit older generations, with 97% <strong>of</strong> respondents in
agreement.
Although <strong>the</strong>re are a number <strong>of</strong> considerations for
policy makers and industry pr<strong>of</strong>essionals, two key
questions emerge: how, and in what ways, should
<strong>the</strong> building stock be adapted to cater for <strong>the</strong> needs
<strong>of</strong> older people? The <strong>CIOB</strong>’s previous report on <strong>the</strong>
<strong>ageing</strong> <strong>population</strong> found that, <strong>of</strong> all <strong>the</strong> possible
adaptations to commercial buildings, lifts and
level access are <strong>the</strong> preferred ways <strong>of</strong> improving
accessibility.
...<strong>of</strong> all <strong>the</strong> possible
adaptations to commercial
buildings, lifts and level
access are <strong>the</strong> preferred ways
<strong>of</strong> improving accessibility.
The survey was conducted using a web-based questionnaire that respondents could
access through <strong>the</strong> <strong>CIOB</strong> website.
Respondents were asked a number <strong>of</strong> demographic
questions regarding age, gender, job level, job sector
and location. Questions also focused on respondents’
attitudes towards <strong>the</strong> <strong>ageing</strong> <strong>population</strong> and access to
<strong>the</strong> built environment. The survey was also available
to <strong>the</strong> wider public and industry, following its
publication on <strong>the</strong> <strong>CIOB</strong> website. In total, <strong>the</strong> survey
captured 994 respondents, <strong>of</strong> which more than 90%
were UK based.
Almost 21% <strong>of</strong> respondents stated that <strong>the</strong>ir
occupation centred on construction management,
whilst 94% <strong>of</strong> respondents were male. To analyse <strong>the</strong>
demographics fur<strong>the</strong>r, <strong>the</strong> majority <strong>of</strong> respondents
were aged 51-61. This closely mirrors previous <strong>CIOB</strong>
<strong>research</strong>. In terms <strong>of</strong> job level, nearly 42% confirmed
that <strong>the</strong>y ei<strong>the</strong>r worked in senior management, or at
directorate level.
Fig 1. Age <strong>of</strong> respondents
20 or under 0%
21 – 30 6%
31 – 40 12%
41 – 50 25%
51 – 61 35%
61 – 65 11%
66 and over 11%
The focus on accessibility has ga<strong>the</strong>red momentum
since our previous report. This momentum has been
coupled with <strong>the</strong> introduction <strong>of</strong> <strong>the</strong> Equality Act and
subsequent revisions to <strong>the</strong> Disability Discrimination
Act (1995), as well as improvements to Part M (Access
to and Use <strong>of</strong> Buildings) <strong>of</strong> <strong>the</strong> Building Regulations.
As a result <strong>of</strong> this legislation, service providers are
required to make reasonable adjustments to ensure
that disabled people are granted access.
10 11

Results and Discussion
RESULTS AND DISCUSSION
In terms <strong>of</strong> working practices, 24% <strong>of</strong> respondents stated that flexible working was
<strong>of</strong>fered at <strong>the</strong>ir place <strong>of</strong> work. Although this figure <strong>of</strong> 24% is somewhat encouraging,
much <strong>of</strong> <strong>the</strong> existing literature on employment and demographics within <strong>the</strong>
workplace suggests that firms could go fur<strong>the</strong>r to retain older workers.
As it stands, very little is known about <strong>the</strong> nature <strong>of</strong>
flexible working practices or for which roles <strong>the</strong>y are
most applicable. In this sense, it is necessary to ask
whe<strong>the</strong>r flexible working has <strong>the</strong> potential to become
all-encompassing, and whe<strong>the</strong>r <strong>the</strong>se practices really
go far enough.
Of <strong>the</strong> respondents who cited that mentoring was
<strong>of</strong>fered by <strong>the</strong>ir organisation, and older workers
participated in such schemes, 37% stated that <strong>the</strong>ir
company employed more than 200 members <strong>of</strong> staff –
by definition, a large organisation.
A number <strong>of</strong> respondents cited that <strong>the</strong>y could not
<strong>of</strong>fer mentoring, simply because <strong>the</strong>y could not attract
<strong>the</strong> right person or people for <strong>the</strong> job.
As before, this illustrates that older people in <strong>the</strong>
workforce do not simply plug opportunities for
younger recruits as previous studies have indicated.
In fact, <strong>the</strong> factors that prevent mentoring are not,
according to this report, so much a lack <strong>of</strong> will, but
an absence <strong>of</strong> high calibre candidates. This point
reinforces <strong>the</strong> positive link between both groups
<strong>of</strong> workers and <strong>the</strong> ongoing skills shortage in <strong>the</strong>
industry.
A number <strong>of</strong> respondents
cited that <strong>the</strong>y could not
<strong>of</strong>fer mentoring, simply
because <strong>the</strong>y could not
attract <strong>the</strong> right person
or people for <strong>the</strong> job.
Fig 2. Percentage <strong>of</strong> respondents who <strong>of</strong>fer workplace
mentoring.
Yes 63%
No 30%
Don’t know 7%
Findings from <strong>the</strong> survey also indicate that 68% <strong>of</strong>
respondents say <strong>the</strong>y are aware <strong>of</strong> <strong>the</strong> challenges
facing <strong>the</strong> construction industry as a result <strong>of</strong> <strong>the</strong>
<strong>ageing</strong> <strong>population</strong>. When compared with earlier
<strong>research</strong>, this represents a decline in awareness, from
76% in 2009 to 68% in 2015.
When analysing this trend in greater depth, we find
that nearly 30% <strong>of</strong> respondents who are aware <strong>of</strong> <strong>the</strong>
<strong>ageing</strong> <strong>population</strong> and its challenges are ei<strong>the</strong>r selfemployed
or working for small and medium-sized
enterprises (SMEs). Of those who cite awareness <strong>of</strong> <strong>the</strong>
challenges, nearly half employ less than 30 members
<strong>of</strong> staff, making <strong>the</strong>m ‘micro’ SMEs.
This presents an interesting point for discussion.
Arguably, firms with just a handful <strong>of</strong> employees are
more likely to feel <strong>the</strong> results <strong>of</strong> ‘cliff edge’ retirement,
yet are in less <strong>of</strong> a position to respond quickly when
compared with larger corporations.
Fig 3. Percentage <strong>of</strong> respondents who are aware <strong>of</strong> <strong>the</strong>
challenges facing <strong>the</strong> construction industry
Yes 68%
No 30%
Don’t know 2%
Previous studies <strong>of</strong> older people’s retirement
aspirations have indicated that retirement seminars,
annual reviews, and an open workforce culture play
a vital role in terms <strong>of</strong> encouraging older workers
to phase <strong>the</strong>ir retirement. Despite this, only 11% <strong>of</strong>
respondents confirmed that retirement planning
seminars were <strong>of</strong>fered to employees.
When analysing <strong>the</strong>se findings in greater depth, we
found that a significant proportion <strong>of</strong> respondents
who do not <strong>of</strong>fer, or have immediate access to,
mentoring within <strong>the</strong> workplace are, again, typically
self-employed or work for an SME. This should not be
surprising. In fact, we should expect larger firms to
have greater resources at <strong>the</strong>ir disposal, and hence a
greater budget for training and personal development.
Fig 4. Percentage <strong>of</strong> respondents who acknowledge that <strong>the</strong>ir
company used <strong>the</strong> following measures to help retain
<strong>ageing</strong> workers.
Flexible working (e.g. job
sharing)
24%
Succession planning 18%
Adaptation <strong>of</strong> job descriptions 9%
Training for line managers to
manage an <strong>ageing</strong> workforce
3%
Mid-life career reviews 3%
Retirement planning seminars 11%
None 21%
Don't know 8%
O<strong>the</strong>r, please describe 4%
NB: All percentages have been rounded and <strong>the</strong>refore
may not total 100%.
Interestingly, <strong>research</strong> from
UKCES indicates that <strong>the</strong> rate
<strong>of</strong> self-employment amongst
pr<strong>of</strong>essions in <strong>the</strong> construction
industry rises to one in three
after five years’ experience –
an increase from one in five
after just one or two years’
experience
18
.
Although self-employment is not to be discouraged,
<strong>the</strong> nature <strong>of</strong> working for oneself has a pr<strong>of</strong>ound
<strong>impact</strong> on <strong>the</strong> industry and can make it hard for <strong>the</strong>
industry to <strong>of</strong>fer projections, plan ahead and train <strong>the</strong>
next generation <strong>of</strong> recruits.
CONSTRUCTION: HARD HATS AND HI-VIS?
The importance <strong>of</strong> phased retirement can be linked
to <strong>the</strong> mentoring <strong>of</strong> younger workers. When asked,
68% <strong>of</strong> respondents agreed that mentoring was ‘very
valuable’ and presented a number <strong>of</strong> opportunities
to develop skills. Of <strong>the</strong> responses, 63% stated that
mentoring was <strong>of</strong>fered. Research by ACAS 19 has also
indicated that older workers possess a wide range <strong>of</strong>
skills, which can be passed onto new recruits through
workplace mentoring. However, as noted previously
in this report, existing <strong>research</strong> on practices within
<strong>the</strong> workplace, such as mentoring, says little about <strong>the</strong>
duration <strong>of</strong> such programmes. Where mentoring does
feature, <strong>research</strong> indicates that <strong>the</strong>se programmes
predominantly focus on more traditional ‘hands on’
roles, such as carpentry, bricklaying, and plastering as
opposed to construction management positions.
18 UKCES, Construction, Building Services Engineering and Planning: Sector Skills Assessment 2012, Evidence Report 65,
October 2012
19 ACAS, The Employment Relations Challenges <strong>of</strong> an Ageing Workforce, December 2011
12 13

Results and Discussion
Results and Discussion
To build on this point, many respondents consider
that <strong>the</strong> nature <strong>of</strong> construction dissuades older people
from joining <strong>the</strong> industry. Even so, a large majority <strong>of</strong>
<strong>the</strong>se same respondents went on to specify manual,
on-site work as <strong>the</strong> major deterrent for <strong>ageing</strong> workers.
Here, <strong>the</strong> responses actually provide a far greater
picture <strong>of</strong> <strong>the</strong> industry as a whole. Despite <strong>the</strong> growth
in digital technologies, which have <strong>the</strong> potential
to increase <strong>the</strong> level <strong>of</strong> work completed <strong>of</strong>f-site, <strong>the</strong>
overwhelming sense in <strong>the</strong> responses is one <strong>of</strong> <strong>the</strong>
industry consisting primarily <strong>of</strong> hard hats and
hi-vis clothing.
Fig 5. Perceived importance <strong>of</strong> mentoring amongst respondents
Very valuable 67%
Valuable 30%
Not valuable 1%
Not valuable at all 0%
Don’t know 1%
When asked to comment on <strong>the</strong> unattractive features
<strong>of</strong> <strong>the</strong> industry, a significant proportion also cited
travel and long working hours, partly due to <strong>the</strong>ir
potential to negatively <strong>impact</strong> upon family and caring
responsibilities. For older workers <strong>the</strong>se changing
priorities may lead to a desire to retire earlier, to seek
self-employment in consultancy roles or, alternatively,
to prolong working lives in order to pay for <strong>the</strong> costs
<strong>of</strong> care. The desire to prolong work could also be said
for younger workers, who are typically receiving
apprentice-level wages and may not be able to afford to
travel across <strong>the</strong> country from one project to <strong>the</strong> next.
This may also be <strong>the</strong> reasoning for a greater reliance
on migrant workers, who tend to be much more
flexible in <strong>the</strong>ir approach to travel and hours worked.
As mentioned previously, with <strong>the</strong> adoption <strong>of</strong> digital
technologies such as Building Information Modelling
(BIM) within <strong>the</strong> industry, it is projected that <strong>the</strong>
numbers needed in construction may fall in some
sectors and trades.
The development <strong>of</strong> digital technologies should mean
less work being carried out on site, and potentially
less travel. According to a report by <strong>the</strong> Chartered
Institute <strong>of</strong> Pr<strong>of</strong>essional Development (CIPD), it is
estimated that <strong>the</strong> number <strong>of</strong> new recruits in low
skilled sectors may actually fall as technology is
adopted and implemented 20 .
Yet, over <strong>the</strong> same period, <strong>the</strong> CIPD suggests that <strong>the</strong>
demand for high skilled labour, including managers,
will rise. This coincides with <strong>research</strong> from <strong>the</strong>
CITB, which estimates that over 17,000 construction
managers will be needed over <strong>the</strong> course <strong>of</strong> <strong>the</strong> next
four years 21 . So, whilst low skilled labour undoubtedly
accounts for part <strong>of</strong> <strong>the</strong> industry, <strong>the</strong>se responses
suggest that construction management is not yet
adequately recognised as a pr<strong>of</strong>ession in its own right,
nor seen as <strong>the</strong> future <strong>of</strong> <strong>the</strong> industry. In this respect,
it appears that <strong>the</strong> stereotypical ‘hard hats and hi-vis’
view <strong>of</strong> <strong>the</strong> construction industry dissuades older
workers from joining <strong>the</strong> industry. This is something
that needs to be addressed before <strong>the</strong> skills shortage
deepens fur<strong>the</strong>r.
The development <strong>of</strong> digital
technologies should mean
less work being carried out
on site, and potentially less
travel.
BUILDING STOCK
We asked whe<strong>the</strong>r it is important to adapt buildings
to cater for <strong>the</strong> needs <strong>of</strong> older people. Less than half
<strong>of</strong> those who agreed went on to specify that <strong>the</strong>se
needs are incorporated into <strong>the</strong> design <strong>of</strong> <strong>the</strong>ir
construction and building projects. And, <strong>of</strong> those
that incorporate <strong>the</strong> needs <strong>of</strong> older people into <strong>the</strong>
design, 23% represent organisations employing more
than 200 members <strong>of</strong> staff; again, a large corporation
by definition. Interestingly, less than half <strong>of</strong> those
surveyed felt that buildings were generally designed to
meet <strong>the</strong> needs <strong>of</strong> older people.
Fig 6. Percentage <strong>of</strong> respondents who incorporate <strong>the</strong> needs <strong>of</strong>
<strong>the</strong> <strong>ageing</strong> <strong>population</strong> in <strong>the</strong>ir projects
Yes 43%
No 46%
Don’t know 12%
O<strong>the</strong>r statistics draw upon <strong>the</strong> importance <strong>of</strong>
retaining older workers. Although 57% agree that it
is ‘very important’ to retain older workers, and 28%
agree it is ‘somewhat important’, <strong>the</strong>re are questions
to be asked about whe<strong>the</strong>r this pledge translates
into firm processes. It also raises a question about
whe<strong>the</strong>r corporate social responsbility (CSR) policies
involving older workers are more than simply
rhetoric. This is especially poignant and, given that
only 43% incorporate <strong>the</strong> needs <strong>of</strong> older people into
<strong>the</strong> design <strong>of</strong> <strong>the</strong>ir projects, <strong>the</strong> substantive nature
<strong>of</strong> each CSR policy involving older workers warrants
fur<strong>the</strong>r <strong>research</strong>.
Fig 7. Perceived importance <strong>of</strong> retaining older workers, as
outlined by respondents
Interestingly, less than
half <strong>of</strong> those surveyed
felt that buildings were
generally designed to
meet <strong>the</strong> needs <strong>of</strong>
older people.
THE EFFECTS OF THE AGEING POPULATION
ON THE BUILT ENVIRONMENT
As previous <strong>research</strong> has indicated, one <strong>of</strong> <strong>the</strong>
greatest challenges posed by <strong>the</strong> <strong>ageing</strong> <strong>population</strong>
will be <strong>the</strong> conversion <strong>of</strong> <strong>the</strong> existing building stock.
Currently, a large proportion <strong>of</strong> pensioners are living
in accommodation deemed inadequate and unsuitable
when compared with <strong>the</strong>ir daily needs. The issue,
however, is not simply one <strong>of</strong> quality. Indeed, studies
have also indicated that a significant proportion
<strong>of</strong> older people are living in accommodation that
is largely under-occupied. When we consider <strong>the</strong>
shortage <strong>of</strong> housing across <strong>the</strong> UK, <strong>the</strong> issue <strong>of</strong>
under-occupation becomes even more poignant
for policymakers.
Whilst <strong>the</strong> Spare Room Subsidy came into force
in April 2013 to deal more effectively with underoccupation
in social housing, <strong>the</strong> issue is somewhat
controversial, not least because <strong>of</strong> its <strong>impact</strong> on
Housing Benefit. As a result, <strong>the</strong> policy has been
subject to much criticism in <strong>the</strong> media. Here, it is
important to consider <strong>the</strong> scope <strong>of</strong> under-occupation
in private accommodation, for which <strong>the</strong> policy does
little to address.
BUILDING DESIGN
Older workers have also cited poor health as a reason
to withdraw prematurely from <strong>the</strong> labour market.
Therefore, it is intuitive that greater awareness <strong>of</strong>
<strong>the</strong> issues facing older people in <strong>the</strong> workplace, plus
more flexibility from employers, may present better
opportunities for extending employment.
Very important 57%
Somewhat important 28%
Important 13%
Not important 2%
Although <strong>the</strong>re is a clear consensus among respondents
about <strong>the</strong> need to adapt <strong>the</strong> built environment to
cater for older people, only 43% agreed that this
consideration was translated into practice and readily
incorporated into each project’s design.
Don’t know 0%
20 CIPD, Avoiding <strong>the</strong> demographic crunch: Labour supply and <strong>the</strong> <strong>ageing</strong> workforce, June 2015
21 CITB, Industry insights: Construction skills network blueprint for construction 2015-2019, January 2015
14 15

Results and Discussion
Results and Discussion
Fig 8: Respondents’ answers to what measures to housing
would improve ease <strong>of</strong> use for older generations
Wider doorways 10%
Downstairs bathroom 22%
Downstairs bedroom 12%
Light switches/sockets at a
convenient height
Wider car parking spaces and
in close proximity to building
7%
10%
Adaptable design 24%
Provision for a lift, or stair lift 12%
Nothing 0%
Don’t know 0%
O<strong>the</strong>r, please specify 3%
The Built Environment Pr<strong>of</strong>essional Educational
(BEPE) project was launched by <strong>the</strong> coalition
government in December 2013 to improve <strong>the</strong> way
in which we learn about inclusive design. The project
seeks to build on <strong>the</strong> success <strong>of</strong> <strong>the</strong> London 2012
Olympic and Paralympic Games and <strong>the</strong> inclusivity
<strong>of</strong> <strong>the</strong> Queen Elizabeth Olympic Park. BEPE aims
to improve <strong>the</strong> uptake <strong>of</strong> inclusive design amongst
educational establishments, pr<strong>of</strong>essional bodies,
and government.
To date, fourteen key pr<strong>of</strong>essional institutions,
including <strong>the</strong> <strong>CIOB</strong>, have lent <strong>the</strong>ir support to
<strong>the</strong> BEPE. As has been well documented, BEPE
sets out a roadmap for incorporating and actively
teaching inclusive design in education frameworks
and universities. Going forward, measures to adapt
buildings to cater for <strong>the</strong> needs <strong>of</strong> older people could
be considered within this overarching aim <strong>of</strong> teaching
and fostering knowledge <strong>of</strong> inclusive design.
ADAPTATION: ‘WIN-WIN’?
When asked to specify <strong>the</strong> biggest improvements
that could be made to housing to ensure ease <strong>of</strong>
use, adaptable design, provisions for a downstairs
bathroom, and lift access were <strong>the</strong> top three responses.
The World Health Organisation (WHO) reported
at <strong>the</strong> start <strong>of</strong> 2015 that 74% <strong>of</strong> men and 64% <strong>of</strong>
women are predicted to fall under <strong>the</strong> classification
<strong>of</strong> ‘overweight’ by 2030 22 . In this respect, it may be
useful to jointly consider <strong>the</strong> issues brought about by
an <strong>ageing</strong> <strong>population</strong> and obesity. When we consider,
for example, that adaptable design and provisions
for downstairs amenities - including lift access - are
likely to improve accessibility for <strong>the</strong> overweight and
disabled, it may be useful to view such amendments to
<strong>the</strong> existing building stock as a ‘win-win’ strategy.
In terms <strong>of</strong> amendments to commercial buildings,
<strong>the</strong> top three responses were level access to buildings
(20%), lifts as standard (16%) and accessible reception
areas (16%). Additional responses indicated a need to
improve signage for older people. Similarly, improved
accessibility to local facilities, better public transport
and improved pavements and roads were considered
to be <strong>the</strong> three biggest improvements that could be
made to <strong>the</strong> local environment. As before, a number
<strong>of</strong> <strong>the</strong> responses (including level access, lifts, and
improvements to <strong>the</strong> local environment) have <strong>the</strong>
potential to benefit o<strong>the</strong>r groups, such as disabled
and obese people.
The Built Environment
Pr<strong>of</strong>essional Educational
(BEPE) project was launched
by <strong>the</strong> coalition government
in December 2013 to
improve <strong>the</strong> way in which we
learn about inclusive design.
THE WORLD HEALTH
ORGANISATION (WHO)
74%
MEN
Fig 9. Respondents’ answers to what measures to commercial
buildings would improve ease <strong>of</strong> use for older generations
Level access to buildings 20%
Accessible reception areas and
communication systems
16%
Lifts as standard 16%
More toilets 4%
Wheelchair accessible
entrances, corridors and
doorways
Car parks with designated
drop <strong>of</strong>f points
Light switches/sockets at a
convenient height
64%
WOMEN
ARE PREDICTED TO FALL UNDER THE
CLASSIFICATION OF ‘OVERWEIGHT’ BY 2030
14%
13%
1%
Adaptable design 14%
Nothing 0%
RESPONSIBILITY:
INDUSTRY OR GOVERNMENT?
According to <strong>the</strong> survey, 70% <strong>of</strong> respondents consider
that <strong>the</strong> UK government has not dealt effectively with
<strong>the</strong> challenges posed by an <strong>ageing</strong> <strong>population</strong>. 31%
<strong>of</strong> respondents consider that industry has an even
greater role to play when it comes to ensuring ease <strong>of</strong>
use and driving up housing standards through <strong>the</strong>
adoption <strong>of</strong> best practice. When asked, 77% agreed
that best practice has a significant role to play in terms
<strong>of</strong> encouraging firms within <strong>the</strong> industry to construct
easy-to-use buildings. Although respondents consider
that <strong>the</strong> UK government has not done enough to deal
with <strong>the</strong> challenges posed by <strong>the</strong> <strong>ageing</strong> <strong>population</strong>,
this is to be somewhat expected given that <strong>the</strong> vast
majority <strong>of</strong> respondents are from industry. Whilst <strong>the</strong>
government has taken legislative steps by introducing
<strong>the</strong> Equality Act and removing <strong>the</strong> Default Retirement
Age (DRA), if, as respondents suggest, cultural change
is needed, this will undoubtedly take longer to achieve
and present more <strong>of</strong> a challenge.
Fig 10. Perception <strong>of</strong> whe<strong>the</strong>r <strong>the</strong> UK government has dealt with
<strong>the</strong> <strong>ageing</strong> <strong>population</strong> effectively, as outlined by respondents
Yes 10%
No 70%
Don’t know 20%
70% <strong>of</strong> respondents consider
that <strong>the</strong> UK government has
not dealt effectively with
<strong>the</strong> challenges posed by an
<strong>ageing</strong> <strong>population</strong>.
Don’t know 0%
O<strong>the</strong>r, please specify 1%
22 The Guardian, WHO report: 74% <strong>of</strong> men and 64% <strong>of</strong> women in UK to be overweight by 2030, 2015
16 17

Results and Discussion
CONCLUSIONS
Since our last report, we have seen <strong>the</strong> introduction
<strong>of</strong> <strong>the</strong> Equality Act 2010, which brings toge<strong>the</strong>r a
range <strong>of</strong> existing legislation under one heading.
However, whilst <strong>the</strong> introduction <strong>of</strong> measures
designed to outlaw discrimination is undoubtedly
positive, only 44% <strong>of</strong> respondents were familiar with
<strong>the</strong> Equality Act 2010. Additionally, awareness <strong>of</strong> <strong>the</strong>
<strong>ageing</strong> <strong>population</strong> and its <strong>impact</strong> on <strong>the</strong> construction
industry has declined since <strong>the</strong> <strong>CIOB</strong>’s earlier report.
Whilst it has been noted that <strong>the</strong> sample sizes vary, it
is somewhat concerning to see awareness <strong>of</strong> <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> slipping, particularly in light <strong>of</strong> growing
legislation in <strong>the</strong> fields <strong>of</strong> ergonomics and workplace
discrimination.
Although respondents
consider that <strong>the</strong> UK
government has not done
enough to deal with <strong>the</strong>
challenges posed by <strong>the</strong>
<strong>ageing</strong> <strong>population</strong> this is
to be somewhat expected
given that <strong>the</strong> vast
majority <strong>of</strong> respondents
are from industry.
One <strong>of</strong> <strong>the</strong> core conclusions to draw from <strong>the</strong> survey is a need to view <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> positively, despite <strong>the</strong> phenomenon presenting a number <strong>of</strong> challenges for
<strong>the</strong> construction industry.
Among <strong>the</strong> issues for consideration are <strong>the</strong> <strong>impact</strong>
upon <strong>the</strong> workforce itself and <strong>the</strong> efforts required to
improve <strong>the</strong> existing building stock to cater for <strong>the</strong>
needs <strong>of</strong> older generations. However, <strong>the</strong> industry
should regard some <strong>of</strong> <strong>the</strong>se measures
as opportunities.
Ano<strong>the</strong>r <strong>the</strong>me which runs throughout <strong>the</strong> report is
<strong>the</strong> overarching issue <strong>of</strong> <strong>the</strong> industry’s image. <strong>CIOB</strong>
members cited trade roles and heavy lifting when
asked to specify what factors may deter older workers
from a career in <strong>the</strong> industry; highlighting <strong>the</strong>
dominance <strong>of</strong> on-site activity.
The problem, it seems, even amongst individuals
working in <strong>the</strong> industry, is <strong>the</strong> perception that
construction is simply comprised <strong>of</strong> hard hats and
hi-vis clothing. To expand fur<strong>the</strong>r, <strong>the</strong>re appears to be
a lack <strong>of</strong> awareness in terms <strong>of</strong> careers in construction
management, or awareness <strong>of</strong> <strong>the</strong> <strong>of</strong>f-site activities
that are associated with construction, such as design
and planning.
As this report has argued, <strong>the</strong> needs <strong>of</strong> older people
are not necessarily mutually exclusive from <strong>the</strong>
requirements <strong>of</strong> o<strong>the</strong>r individuals and groups. What
becomes clear from this report is <strong>the</strong> sense that
adaptable design is <strong>the</strong> preferred method <strong>of</strong> improving
<strong>the</strong> building stock to meet <strong>the</strong> needs <strong>of</strong> older people.
Given <strong>the</strong> assumption that adaptation has <strong>the</strong>
potential to benefit a multitude <strong>of</strong> groups, it may
be useful to consider this approach as a ‘win-win’
scenario. In o<strong>the</strong>r words, when we think <strong>of</strong> <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> in this way, it may actually pay to convert
buildings, and actively consider inclusive design.
As this report has argued, <strong>the</strong> needs <strong>of</strong> <strong>the</strong> older
<strong>population</strong> can, to some extent, be combined with
<strong>the</strong> needs <strong>of</strong> <strong>the</strong> disabled and <strong>the</strong> obese.
When we consider <strong>the</strong> findings <strong>of</strong> this report, it
is clear that more needs to be done to combat <strong>the</strong>
impending skills crisis in <strong>the</strong> industry and ensure
that <strong>the</strong> workforce and built environment are truly
sustainable. Doing so presents a number <strong>of</strong> significant
challenges and opportunities which warrant fur<strong>the</strong>r
discussion. As construction simply does not train
its own people in sufficient numbers, industry and
government will be required to look at boosting <strong>the</strong>
support for training, mentoring and work experience
to help overcome some <strong>of</strong> <strong>the</strong> skills issues that exist.
Whilst <strong>the</strong> <strong>ageing</strong> <strong>population</strong> presents a number <strong>of</strong>
challenges for industry and policy makers, utilising
<strong>the</strong> <strong>ageing</strong> workforce better and redefining buildings
to meet <strong>the</strong> needs <strong>of</strong> <strong>the</strong> <strong>population</strong> today are helpful
starting points.
The problem, it seems,
even amongst individuals
working in <strong>the</strong> industry,
is <strong>the</strong> perception that
construction is simply
comprised <strong>of</strong> hard hats
and hi-vis clothing.
18
23 <strong>CIOB</strong>, Understanding <strong>the</strong> value <strong>of</strong> pr<strong>of</strong>essionals and pr<strong>of</strong>essional bodies, September 2015
19

Recommendations
RECOMMENDATIONS
Whilst <strong>the</strong>re is room to improve awareness <strong>of</strong> legislation in <strong>the</strong> built environment and
workplace concerning <strong>ageing</strong> workers, we are clear that <strong>the</strong> responsibility for doing so
rests with government, industry and a multitude <strong>of</strong> stakeholders.
When we consider <strong>the</strong> role <strong>of</strong> pr<strong>of</strong>essional bodies
in <strong>the</strong> built environment, we are clear that <strong>the</strong>
third sector has <strong>the</strong> potential to drive up industry
standards, improve best practise and help foster more
inclusive design amongst <strong>the</strong> wider pr<strong>of</strong>essions.
To increase awareness <strong>of</strong> <strong>the</strong> <strong>ageing</strong> <strong>population</strong>
and its effects, we recommend <strong>the</strong> BEPE roadmap
be expanded to o<strong>the</strong>r educational institutions and
pr<strong>of</strong>essional bodies. This would help to increase
uptake and ensure that inclusivity features as part
<strong>of</strong> <strong>the</strong> education framework <strong>of</strong> pr<strong>of</strong>essionals in <strong>the</strong>
built environment.
In order to allay <strong>the</strong> long-held perception that
construction is simply comprised <strong>of</strong> on-site activity,
contractors may wish to consider extending
apprenticeships and mentoring to careers that require
more <strong>of</strong> a managerial focus and nuance, including
those located <strong>of</strong>f-site. By encouraging older workers
to engage in mentoring, <strong>the</strong>re is a real opportunity
to spread knowledge transfer within <strong>the</strong> industry.
To be successful, we need to see fur<strong>the</strong>r information
outlining how such schemes work in practise.
To increase awareness <strong>of</strong>
<strong>the</strong> <strong>ageing</strong> <strong>population</strong> and
its effects, we recommend
<strong>the</strong> BEPE roadmap
be expanded to o<strong>the</strong>r
educational institutions
and pr<strong>of</strong>essional bodies.
As <strong>the</strong> responses reveal support for a more
accessible built environment, it may be useful
to view amendments to <strong>the</strong> building stock
as a potential ‘win-win’ scenario. As this
report has argued, <strong>the</strong> needs <strong>of</strong> <strong>the</strong>
<strong>ageing</strong> <strong>population</strong> can, to some extent,
be combined with <strong>the</strong> needs <strong>of</strong> <strong>the</strong>
disabled and <strong>the</strong> obese. In o<strong>the</strong>r
words, when we think <strong>of</strong> <strong>the</strong> <strong>ageing</strong>
<strong>population</strong> in this way, it may
actually pay to convert buildings,
and actively consider inclusive
design. Given this assessment,
it is intuitive for contractors and
designers to actively consider and
implement inclusive design at every
stage <strong>of</strong> <strong>the</strong> building lifecyle.
20 21

NOTES

The Chartered Institute <strong>of</strong> Building,
1 Arlington Square,
Downshire Way,
Bracknell,
RG12 1WA, UK
Tel: +44 (0) 1344 630700
Registered Charity No. (England and Wales) 280795
and (Scotland) SC04172
<strong>CIOB</strong>249/1215
Copyright <strong>CIOB</strong> 2015